This document summarizes a webinar on reducing RN turnover through effective total rewards communication. The webinar discusses how to increase the perceived value of total rewards programs, identifies key audiences and their needs, and recommends tactics for effective communication. Some tactics include using visuals like dashboards to connect rewards to business goals, quantifying total compensation, surveying employees' preferences, and using simple language and characters in communications to improve understanding. The webinar aims to provide healthcare organizations with strategies for developing engaging total rewards communication plans to boost retention.

1. RN Retention:
How to Reduce RN
Turnover with
Effective Total
Rewards
Guest Presenter: Tony Kerekes
CHRL| NVision Consulting LTD.
Webinar & Podcast Series

2. AGENDAThe Series
HealthcareSoftwareHub
webinar & podcast series
Healthcare Software Series

3. AGENDAWebinar Info
 We are informal (and fun)
 Ask Questions!
 Q&A Session at end
 HRCI Credit
 Slides will be available after
Healthcare Software Series

4. AGENDAAGENDA
Talent Management for Healthcare
 Recruiting
 Compensation & Total Rewards
 HR Service Delivery
The Sponsor
Thank You to our Webinar Sponsor!
Healthcare Software Series
HealthStream.com

5. AGENDAThe Speaker
Tony Kerekes
In twenty years of consulting, Tony has completed over
two hundred consulting initiatives - providing strategic
and implementation guidance for a wide variety of
industries and sectors from aviation, hospitality,
manufacturing to technology. His clients range from
growth companies to Fortune 500. He works with senior
leaders and alongside HR to understand challenges,
develop and lead initiatives in structure, compensation,
rewards, performance management, change, process
and organizational effectiveness.
Prior to starting NVision Consulting, Tony served on the
management team of a national retailer and previously
managed benefits, pension, and communication in
financial services.
He frequently presents at industry forums, is active on HR
Boards and committees and currently teaches
compensation at the University of Toronto.
Healthcare Software Series

6. Committed People.
Infinite Possibilities.
How to Increase
the Perceived
Value of Your
Total Rewards
Tony Kerekes
NVision Consulting Ltd.
416-406-2308
© 2017

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Session Outline/Outcomes
• Keys to building an effective total rewards
engagement strategy (for employees, contractors and
freelancers)
• How to turn total rewards into retention
• How to develop a calendar of just-in-time
communication (that you can keep up with)
• Tips and strategies for communicating total rewards to
today’s workforce
• How to leverage varied communication styles and
approaches
• You signed up to have a few tips or nuggets to try!

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Why Communicate?
?
Raise The Perceived Value

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We Have To But Low Response/Complex

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Drive Business Goals – KISS Dashboards
• Connect business plan and bonus
• Align sales comp plan with goals and CRM
• Practical Examples:
 Performance management
 Celebrate goals visibly like LTA
 Recognize desired behaviours

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Raise Perceived Value
• Quantify and compare
 Manage employees’ perceptions (hard to value
“Total Comp”)
 Communicate philosophy (e.g. competitive, market
leader)
 If there is trust, its believed, if not – bigger issues
• Advertise the “product” – the recruiters do with theirs

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Raise Perceived Value - Managers
• The surveys say...
 Best way to get a raise – switch employers?
 Poor link between good performance and pay
increases - low pay differentials – do you pay 5X
 Pay administration could be better (Steve Carrell)
 Rank work/life as #1 or #2 reason
in taking a job – are your managers your rewards
brokers? Give them tools to KYC.

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Raise Perceived Value - Rewards
Total Value Statement – Employee vs Contractor
Base
+ Bonus pay
+ Government benefits
+ Time off
+ Benefits
+ Pension
+ Other (L&D, enviro)
= Total
100%________
________
________
________
________
________
________
________
Paid Degree

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Breaking through the Barriers to Communication
?

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Ask Employees – Set Goals
• How employees perceive the current program
• How well they understand it
• How they get information about pay and benefits
(formal and informal)
• What are their communication preferences?
• Tools: surveys, focus groups, interviews, anecdotes
• Set goals to improve (SMART)

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Identify Audiences and Needs
• Identify the needs and characteristics at each target
audience (including concerns, sensitivities, dual roles,
etc.)
• Consider learning styles (giving directions) and focus
eg USA Today
• Look at demographic bands - age, level, salary, other
• Consider the effect you want to create.
• Consider contractors/freelancers

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Poll Question
Are you currently using contractors/freelancers
in your department?

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Reaching “Mobile” Employees
• Look at novel ways to reach employees without a desk
 Online
 Cafeteria tray liners
 Parking/shuttles/cars
 Podcasts
• Consider contractors/freelancers – new talent pool

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Lead The Work
SHRM study of C-Level executives, including HR executives, in
which 40 percent anticipated that a non-
traditional employment model(or project-
based employment) would be the employment
model in the next decade.

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Lead The Work
• Marketing has used freelancers for years
• Can deconstruct roles like JE eg compensation
manager
Other
High
End
Work
Low
end
Work

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Offer and Communicate TR to HIPO Pool?
21
Eg Wonolo

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Identify Tactics and Tools
?

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Planning – Provide a Roadmap

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Make it Visual
• Headlines get 5 times the readership
• Twice as many people read photo captions
• Headlines, subheads, menus and bold text should tell
the reader what is being explained in the text
• Illustrations and graphics — simple & catch the eye
• Look beyond the individual page - telling a story (deal
pitches)

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KISS – The One Minute News Cast
• Promise the reader:
 a benefit (WIIFM)
 news
 helpful information
• Make your promise specific, for example:
“With the improved incentive plan, your income could
increase by 10%. Let’s see how.”
or
“No one will be disadvantaged by this change.”
KISS - “Short words are best, and the old
words when short are best of all”
W. Churchill

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Use Characters
• Rather than a complex pension formula, use an
identifiable character, e.g.
a “Rick”
• Employees can generalize personal circumstances
from the character presented. Therefore, the
characters should be:
 Specific (provide details)
 Relevant to audience (age, income)
 Easy to understand

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How is Your TR Content Organized
Build e-bridges among HR dept functions to showcase TR
401K Work ExpLearning Policy Benefits
HR

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Summary – Connect Dots
?

29. AGENDAQ & A
Live Q&A
Healthcare Software Series

30. AGENDAAGENDA
Resources & Support
 Resource Library
 Vendor & Product Info
 Upcoming Events
Healthcare Software Series